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U.S. Supreme Court Rejects the Mixed-Motive Analysis in Retaliation Claims
The U.S. Supreme Court held on Monday that a plaintiff alleging retaliation under Title VII of the Civil Rights Act of 1964 (“Title VII”) must prove that retaliation was the “but-for” reason for an...
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U.S. Supreme Court Adopts a Narrow Definition of a Supervisor in Harassment...
Resolving a split among the circuits, the U.S. Supreme Court held that a “supervisor” for Title VII harassment liability is limited to those who have the power to take a tangible employment action...
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Off the Playground, Out of the Locker Room, and into the Office: How to...
The Miami Dolphins recently have come under intense scrutiny amid allegations that coaches encouraged defensive guard Richie Icognito to bully teammate Jonathan Martin in an effort to “toughen” him up....
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Unpaid, but Not Unprotected: New York City Extends Human Rights Law to...
As reported by us in recent blog articles (Do as I Say, Not as I Do: Differences in Duties Means No Commonality, No Class Certification for Unpaid Interns and The High Cost of Hiring Unpaid Interns),...
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New Law Puts California Businesses On The Hook For Wage And Workers’...
A new law exposes California businesses to potential liability for claims by temporary workers. On September 28, 2014, Governor Brown signed into law AB 1897, which created California Labor Code §...
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EEOC Rules that Sexual Orientation Discrimination is Sex Discrimination Under...
On the heels of the landmark decision by the Supreme Court in favor of gay marriage, the EEOC held on July 15, 2015 that sex discrimination under Title VII includes discrimination on the basis of...
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Testing the Limits of Employee Privacy: Ninth Circuit Allows EEOC To Obtain...
The Ninth Circuit recently held that during the course of an investigation, the EEOC can force employers to produce “pedigree information” (i.e., name, telephone number, address, and Social Security...
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